This slide advocates about Motivation and its different theories.

1. MOTIVATION PRESENTED BY
RUPAK PARAJULI
RAKSHYA ARYAL
BISHAL B. BHATTARAI

2. Concept
Job Performance = Ability + Motivation + Environment
WHERE,
Ability = A high level of performance depends on how far an individual is able to do work
Motivation = The degree to which the individual wants to do work
Environment = The availability of materials, resources, equipment and physical working
conditions

3. Types of Motivation
1. Intrinsic Motivation:
Job is Challenging, meaningful and interesting
2. Extrinsic Motivation:
P4 = Pay, Promotion, Praise,
Punishment

4. Meaning
“Motivation is the willingness to do something
to achieve organizational goals and, at the same
time, to satisfy individual needs.”
- Templer, Catteneo, DeCenzo and Robbins

5. Importance of Motivation
1. To satisfy intrinsic and extrinsic needs
2. To design jobs carefully
3. To encourage people to work

6. Process of Motivation
Need Identification
Searching ways to satisfy
needs
Selecting goals
Employee performance
Consequences of
performance (Reward or
Punishment)
Re-assessment of need
deficiencies

7. Motivation Theories
a) Maslow’s need hierarchy theory
b) Hertzberg’s theory
c) ERG theory
d) McClelland’s theory
e) Expectancy theory
f) Equity theory
g) Goal setting theory

8. a) Maslow’s need hierarchy theory
Developed by Abraham Maslow in 1943, the need-hierarchy concept of motivation is a widely
used theory of motivation in our organizations.
Need - unfulfilled psychosocial or psychological desire
Lower order needs - Physiological, Safety and Social needs in Maslow’s hierarchy
Higher-order needs - Esteem and Self-actualization needs in Maslow’s hierarchy
IMPORTANT FACTS
Maslow’s argues that the average person is satisfied 85 percent in Physiological needs, 70
percent in Security needs, 50 percent in Social needs, 40 percent in Self-esteem needs and 10
percent in Self-actualization.

9. Contd…

10. b) Herzberg’s Motivation-Hygiene Theory
Hezberg’s two-factor theory focuses on higher-order need satisfaction
Motivator or Satisfier factor – found in job content such as a sense of achievement,
recognition, responsibility, advancement, or personal growth
Hygiene factor – found in the job context, such as working conditions (heating, lighting,
ventilation), interpersonal relations, organization policies, and salary

11. Contd…

12. c) ERG Theory
Developed by Clayton Alderfer’s ERG theory which deals with existence, relatedness and growth
needs
Existence needs – desires for physiological and material well-being
Relatedness needs – desires for satisfying interpersonal relationships
Growth needs – desires for continued physiological growth and development

13. Contd…

14. d) McClelland’s Theory
McClelland identified acquired needs for achievement, power and affiliation
Need for achievement (nAch) – desire to do something better, to solve problems or to master
complex tasks
Need for power (nPow) – desire to control, influence, or be responsible for other people
Need for affiliation (nAff) – desire to establish and maintain good relations with people

15. Contd…
Aloof- Not friendly

16. e) Expectancy Theory
Expectancy theory considers ; Motivation = Expectancy x Instrumentality x Valence

17. Contd…

18. f) Equity Theory
Equity theory explains how social comparisons motivate individual behavior
Perceived negative inequity – discomfort felt over being harmed by unfair treatment
Perceived positive inequity – discomfort felt over benefiting from an unfair treatment
3 Conditions arises
Under reward
Equity
Over reward

20. g) Goal Setting Theory
Goal setting theory shows that well-chosen and well-set goals can be motivating
Characteristics of effective goal setting:
Goals should be specific
Goals should be result-oriented
Goals should be challenging
Goal commitment
Participation
Goal feedback

21. Contd…

22. धन्यवाद !
तपाईहरुको दिन शुभ रहोस ्|
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